Lewis Waring, Paralegal, Student-at-law, Editor, First Reference Inc.

In McGuinty v 1845035 Ontario Inc (McGuinty Funeral Home) (“McGuinty”), an employee who returned to the workplace after an extended leave was found to have been constructively dismissed despite the fact that he had continued to work after the event leading to his constructive dismissal had taken place. McGuinty is important because it shows employers that a possible constructive dismissal claim does not necessarily go away once an employee returns to the workplace. In other words, a constructive dismissal claim does not require that an employee no longer comes into the office. . . . [more]

Recently Singapore, New Zealand and Chile signed an agreement on how they will run their trading relationships in the electronic age: the Digital Economy Partnership Agreement (DEPA). It spells out how the parties will carry on business electronically, including the basic legal framework (UNCITRAL Model Law on E-Commerce, Electronic Communication Convention (and parties ‘shall endeavour’ to adopt the Model Law on Electronic Transferable Records), operation of a Single Window for customs and transit documents, and many other elements of trade in the modern era.

The obligations are set out in the context of the WTO, including its Trade Facilitation Agreement . . . [more]

With all the advertising around personal injury services proliferating, it’s tempting to some plaintiffs to think they can go it alone. The contingency fee alone in such arrangements might provide some financial or monetary incentive to explore such options.

As with most legal proceedings though, this is rarely advisable. This was clearly highlighted in a recent Ontario Court of Appeal decision in Jex v. Jiang.

The parties conducted a 10 day jury trial, based on a motor vehicle collision on August 29, 2007. The self-represented plaintiff was successful in providing causation, but was unsuccessful in proving damages. Consequently, the . . . [more]

Written by Daniel Standing LL.B., Editor, First Reference Inc.

Cases in which courts must determine reasonable notice for a dismissed employee are generally straightforward, involving an analysis of certain time-honoured factors in relation to the employee and his or her work. The case before the Supreme Court of British Columbia in Cho v Stonebridge Solutions Inc., 2020 BCSC 1560 involved a unique twist: the court first had to determine whether the plaintiff worker was an employee (as he claimed), or an independent contractor (as the defendant company claimed). The court concluded that, as an employee, the worker was entitled . . . [more]

Negligence is determined by a standard of care that a relevant prudent person would undertake, rather than the results that such a theoretical person would seek to attain or avoid.

Although Canada initially inherited the reasonable person standard from England in Vaughn v. Menlove, 1837 132 ER 490, it has developed significantly since that time. It as not, however, made exceptions for mental illness as in Vaughn, but has created a number of other exceptions, most notably for experts and professionals.

The standard set by the Ontario Court of Appeal in Crits v. Sylvester, and affirmed on appeal . . . [more]

By Lewis Waring, Paralegal and Student-at-Law, Editor, First Reference Inc.

In Sole Cleaning Inc v Chu (“Chu”), an individual’s disparaging social media statements about her former employer were found not to be defamatory. Chu illustrates the way the legal system may from time to time, respond to digitally published statements that disparage an organization that may indeed have negative effects on that organization’s business. In short, Ontario law may allow individual disparaging comments about the former employer and only prohibit such statements in rare cases. This high standard reflects the value that Ontario places on protecting free speech, particularly in . . . [more]

Criminal law can be differentiated from civil proceedings, where both sides are obligated to provide all relevant evidence, in that there is an inherent asymmetry in the information the Crown possesses. This is particularly important given the burden of proof that is imposed on the Crown.

The B.C. Court of Appeal stated in R. v. C. (M.H.),

 [29] …there is a general duty on the part of the Crown to disclose all material it proposes to use at trial and especially all evidence which may assist the accused even if the Crown does not propose to adduce it.

By Daniel Standing LL.B., Editor, First Reference Inc.

The Ontario Superior Court of Justice’s decision in Yee v Hudson’s Bay Company, 2021 ONSC 387 is welcome news for anyone wondering about COVID-19’s effect on a reasonable notice period. For all of the upheaval that the pandemic has caused, it proved to be of little consequence to the notice owed to a dismissed company executive in this case. . . . [more]

On Feb. 25, 2021, I provided the keynote speech at Bora Laskin School of Law for Black History Month. I noted that Black History could not be just reduced to slavery, but at the same time the legacy and trauma of that history has significant impacts on our society and justice system today.

The Ontario Court of Appeal recently heard an appeal of Justice Nakatsuru’s decision in R. v. Morris, which explored the social circumstances of Black Canadians and its impact on the justice system.

Justice Nakatsuru took into account the unfair and disproportionate discrimination that Black offenders face . . . [more]

So you have a dog nipping at your feet, a child pulling on your sleeve, something cooking on the stove, and your phone rings in the middle of your Zoom conference call.

The affidavit that you have open on your computer certainly isn’t getting your undivided attention. This probably isn’t going to be your best work.

Justice Myers of the Superior Court of Justice heard a consent motion to transfer a case under Rule 13.1.02 (2) in Polgampalage v Devani. Although these motions can be rather routine, especially on consent, he noted that there are judicial considerations for these . . . [more]

The Victoria Law Reform Commission is conducting a public consultation on more inclusive juries.

The state of Victoria is in south-eastern Australia and its capital is Melbourne.

The Commission wants to find out what reforms are needed to improve access for people who are deaf, hard of hearing, blind or have low vision who wish to serve as jurors in the state of Victoria.

It issued a consultation paper in December 2020 and will be gathering input until the end of February.

From the terms of reference:

“The Juries Act 2000 (Vic) provides a list of people who are

By Daniel Standing LL.B., Editor, First Reference Inc.

Every employer is properly concerned about its reputation. But how far can an employer go to make sure that its “dirty laundry” stays hidden away? Can an employee be disciplined for discussing their employer’s private matters, or can an employer insist that “what happens at work stays at work”? Questions like these about an employee’s duty of loyalty and the consequences of a breach of confidentiality are central to the Alberta Labour Relations Board’s decision in Ann’s Day Care Ltd. v Michelin, 2020 CanLII 104967 (AB ESA). . . . [more]